Factors Affecting the Organizational Commitment of Nurses in Comprehensive Health Services: A Systematic Review

Abstract

Introduction: Organization commitment is an important variable in understanding employee behavior that has a serious effect on organizational performance. Employees not only have to have expertise, empowerment and competence, but they also have to have organizational commitment. Therefore, the level of attachment and commitment of the nurses to their organization can influence their clinical competence. The research was conducted to identify the factors that influence nursing organizational commitment.Methods: The literature review employed the Scopus, ScienceDirect, Pubmed, Ebsco and CINAHL databases to retrieve original articles published between 1999 and 2017. The method used to arrange the literature review started with the topic selection and then the reviewer determined the following keywords: organization commitment, commitment, nursing, health and factors of commitment. Out of the 2.134 articles found, there were 15 journals with a cross-sectional study design that discussed the organizational commitment of nurses.Results: The organizational commitment of care is influenced by many factors, both internal and external. These factors include leadership style, compensation, career development, organizational culture /climate, spiritual health and learning organizations.Conclusion: The factors found above can increase the commitment of nurse organizations in comprehensive health services.

Employee Affiliation and Presenteeism in Health-care Settings

“…In addition to expertise, authority, and competence, employees need to have a sense of affiliation to the organization. Employees who are committed to the organization are unlikely to leave the organization [2]. Employee commitment is also known as employee engagement [3].…”

“…Healthcare institutions represent a special case of an organization where organizational affiliation is even more important, highlighting prolonged work stress, physical and emotional exhaustion, direct patient contact, and workload uncertainty in relation to shifts or ethical working climate [7]. Rofiqi et al [8] suggest that the degree of attachment and affiliation of nurses to their organization has an impact on their clinical performance. Employee attachment is correlated with several elements.…”

“…There are three components of organizational commitment [11]: Emotional, sustained or continuous, and normative commitment. Each component is associated with coinciding psychological states [8], which employees Since 2002 experience to different extents. Each individual is assumed to experience each component of affiliation with varying degrees of intensity [12].…”

“…Each individual is assumed to experience each component of affiliation with varying degrees of intensity [12]. Rofiqi et al [8] identified a number of internal and external factors that influence organizational affiliation in nursing. The factors identified include job satisfaction, trust, organizational culture, leadership style, reciprocity, development, flexibility, employment design, spirituality and personal development, creating a supportive work environment, recognition, and rewards.…”

“…Efforts to improve organizational culture could be a valuable strategy to increase organizational loyalty [17]. Rofiqi et al [8] suggest that managers can create a positive and desirable culture for employees, thereby increasing their accountability to the organization. As a result, employees would seek to achieve organizational goals (normative affiliation), create emotional bonds, and enjoy the organization (affective affiliation).…”